Cloudflare Termination Video: A Master Class in How Not to Terminate Someone

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What to Do When You Hire the Right Person for the Wrong Position:

https://www.entrepreneur.com/growing-a-business/what-to-do-w...

In her own words, and seems like its the way the company works, she had a 3 month ramp - which I presume is along the lines of training, mentoring, pairing, learning the ropes by example etc - and then let lose to get stuck in, which as she says has been only one month that overlaped a holiday period.

It sure seems like Cloudflare are just culling staff to me, or her manager has no managerial abilities and doesn't know how to give genuinely useful feedback.

If it was her performance that was in question, there would be a trail, maybe even a car crash worth of evidence to back up that claim.

I don't think she will have issues finding work, unless having high standards, conducting yourself in a professional manner, and fighting for yourself and for your peers are considered a bad things.

I think Richard Branson (Virgin) once said, "Treat your staff how you would like them to treat your best customer." - unfortunatrly that doesn't appear to be the mantra at Cloudflare.

In the UK (and most other places with fairly strong employee protections I imagine) it becomes pretty difficult to get rid of employees once they've been around for a while. Often involving a lengthy "managing out" process.

Given this, it's common for a 3-6 month "probation period" when starting a new role in which you can be dismissed fairly arbitrarily. This makes sense given the commitment taking on an employee represents IMO.

As a result, it's very common for people to lose their jobs within a few months of starting. Just as I imagine a lot of relationships end after a rather short period of time or then tend to persist a bit longer. Sometimes it's clear things just aren't going to work out.

She's right in that it's a bit of a rug pull to get continuously good feedback and then suddenly get terminated. There should ideally never be any surprises. I.e. you'd always usually tell the employee what will happen if x does/doesn't happen, get them to agree and then when it pans out that way, no-one is shocked. But like I said.. she's been there what, 4 months? Just move on.

In the US, that does not happen. The expectation is someone only gets terminated in the first year if they are terrible. Unless it’s a tiny startup, such a stint would raise concerns.